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Archive for the ‘recruitment related’ Category

How to Prepare Resume

Posted by sandhyaravii on May 29, 2012

Curriculum Vitae Format

Your Contact Information
Name
Address
Telephone
Cell Phone
Email

Personal Information
Date of Birth
Place of Birth
Citizenship
Visa Status
Gender

Optional Personal Information
Marital Status
Spouse’s Name
Children

Employment History
List in chronological order, include position details and dates
Work History
Academic Positions
Research and Training

Education
Include dates, majors, and details of degrees, training and certification 
High School
University
Graduate School
Post-Doctoral Training

Professional Qualifications
Certifications and Accreditations
Computer Skills

Awards

Publications

Books

Professional Memberships

Interests

____________

Posted in Interview Tips, recruitment related | Tagged: , | Leave a Comment »

Think before you consider a ‘Freelance Recruiter’ Opportunity…

Posted by sandhyaravii on May 28, 2012

Think before you consider a ‘Freelance Recruiter’ Opportunity…

 
Like most of the recruiters, i too had a curiosity to work as a freelancer. One and half years back when i was between jobs for few months, i wanted to test waters on it. I could see ‘N’ number of job ads through Naukri that few of the unknown companies are looking for Freelance Recruiters for their respective region. I had sent my interest to them and someone called me for a brief discussion. He introduced himself as a Branch Head and asked me why i will fit into the role they were looking for. My explanation satisfied him and he wanted the same in a documented way. I sent him a plan on how i will approach the corporates, source the requirements / profiles and fulfill it. Days passed by but there was no response from him. Later i came to know that they had implemented my plan using another person.

I wanted them to reimburse me on the calls i make, internet charges and transportation charges on meeting clients. May be someone would have accepted it for FREE. Then i understood that there are people in the market who will be exploiting our skills by showing a good percentage share. Once you place the candidate, you always will get a share. But why should you spend on the administration charges? There are lot of things to be considered before you accept a freelance assignment:

* Clients don’t look for your Brand Name. They give you assignments based on your approach and face value. So if you can build a relationship with the client to get a requirement, either the Placement Head has to appreciate your efforts and share you a good margin or you can do it on your own to gain all 100%.

 
* Don’t accept any freelancing assignments just because you are in a hurry or out of a job. The placement agencies gets your help to spread their wings in your region. Don’t get your skills exploited by someone else.
 

* You get a share on the placement charges, but your efforts need to be lauded with monetary benefits. You are not doing the services for free or in your name. While you promote their brand, they should support your administrative charges like reimbursement on your phone calls to the candidates and the clients, Internet charges on responding to the emails sent by Clients / Candidates and the Placement Agency, Transportation Charges to meet Clients and the Candidates.

* Don’t share any detailed recruitment plan with anonymous placement agencies. Get their website and go through it before accepting any offers. Check for forums on the reputation of the Placement agency.

* Think that you source a Client on the first month and get an assignment. You place a candidate by the next month and you get the placement charges after one more month. That means, your get a share only after 3 months. Before you get into a freelance assignment, you need be aware of this situation and it is not an immediate revenue spinner. Keep sufficient funds for survival and consider this opportunity.  

Think before you consider a Freelance Recruiter Opportunity…Manpower is not available for FREE of cost.

 

Posted in recruitment related | Tagged: | Leave a Comment »

8 Skills Recruiters Should Have

Posted by sandhyaravii on May 28, 2012

When I attend career fairs, hiring conferences, recruiting events, or through conversations with prospective candidates, I keep learning that the wrong people are attending these events and working as recruiters. As I walked the room at a recent career fair, prior to the event starting, I sought to introduce myself to some of the other company representatives. I was surprised that many of them were unable to communicate at a level that would properly represent their company.

The behavior I witnessed at this event and many others is predictive of how these recruiters behave in the office and how they represent their company through other communication tools such as social media. Later as the candidates flowed into the fair to meet the companies, I witnessed these individuals sitting behind their tables, eating food, talking on cell phones, and displaying body language that suggested they didn’t want to be bothered.

Fortunately, I witnessed several individuals that did exhibit proper career fair behavior and strong recruiting traits. They were the ones that had long lines of candidates and also the ones whose companies are always recognized as recruiting industry leaders. The difference in success was clear.

We can all gain market intelligence by speaking with prospective candidates and finding out where they have applied, who they have interviewed with, and what their experiences have been like. Some of the experiences that I have heard are horrific, yet not surprising. So why do HR and recruiting leaders continually hire or put the wrong people into recruiting positions? I don’t get it.

Each year there are new tools, technologies, and platforms developed to help take “recruiting to the next level,” as the cliche goes. The problem is, all of these wonderful breakthroughs can be fruitless due to inadequate operator behavior. Moreover, if companies and organizations really want to eliminate or lower their agency recruiting spending, then start hiring similar profiles and not promoting an individual out of customer service or demoting someone from another department and sending them to recruit.

Regardless of where your next recruiter comes from, I have developed some essential skills, traits, and qualities that successful recruiters should possess. Aside from the regular “good communication, ability to work hard, team player” skills that everyone wants — here are a few of the most important must haves:

  1. Strong sales skills — if you haven’t figured it out by now, recruiting is sales. If you disagree, you are in the wrong business. Not only do recruiters need to sell their clients (internal or external), but they need to sell candidates on opportunities and be able to articulate why company X is an employer of choice and why a particular opportunity is not just a great opportunity, but how it is the opportunity of a lifetime.
  2. Ability to cultivate and build relationships — anyone can pull a name out of a database and place a call. It’s another thing to actually cultivate and build relationships with the candidates we recruit. Perhaps knowing a little about what makes them tick, what their hobbies are, engaging in a conversation rather than just following a script, etc. Social media, smart phones, and other communication platforms have built bridges straight into our personal lives. By creating a more open, friendly, and communicative relationship with candidates, the candidate experience will increase, making the recruiter and company stand out professionally and as an employer of choice.
  3. Hunter’s mentality — there are so many ways to source for talent these days. There is an abundance of sites, networks, tools, and platforms all built in some fashion to make a recruiter’s life easier. But it is how each recruiter uses these tools that will make the difference. It all starts with the mentality of the individual. Recruiters are big-game hunters, and having the mindset to hunt and be relentless until the hunt is done is a priceless skill set. If a recruiter is going to sit at a desk, log in to Monster and keyword search all day — that is not the hunter mentality you want. You want someone who will use cold calling, social media, Boolean searches, networks, etc. in order to find the strongest and most-qualified individuals.
  4. Big-picture thinking — simply focusing on single searches each day is great, but having the ability to see how candidates can fit into an organization, the potential value they can bring, or even knowing where a superstar candidate could fit in, even if there is no immediate position available, is invaluable. Moreover, keeping an eye on future tools, technology, and best practices and knowing what is coming down the pipeline will keep your company well versed and competitive in a tough talent market.
  5. Strong follow-up skills — probably the #1 topic that irks me the most about recruiters – follow-up skills. How hard is it to return a call or an email — I will tell you that it is not hard at all nor does it take a severe amount of time to update a candidate, hiring manager, co-worker, etc. on events. I have heard all the horror stories of a recruiter (agency or corporate alike) calling someone frantically, building them up and setting them up to interview, only to never reach back out to the candidate again. All that does is breed negativity and it is not part of the relationship-building process what so ever.
  6. Listening — anyone else ever had the recruiter-talk-your-ear-off presentation about how great they are, the database they have access to, successful placements, etc.? Recruiters need to listen first and talk second. Recruiters must possess the uncanny ability to listen and take a proper job order. Too many recruiters run their traps to no end. It’s annoying.
  7. Consultative in nature — recruiting is a science and there are methods and processes. The majority of hiring managers need to be consulted on these procedures and processes in order to build long-term success and proper process flow. Good recruiters have the ability to advise and push back on their clients if need be. A good recruiter will act as a trusted advisor for their clients, and in return, clients will respect and act on given advice.
  8. Personable and approachable — how many times do candidates call or meet a recruiter at a career fair and they are nervous on the other line or on the other side of the table. I love taking an approach opposite that which a majority of other recruiters take. I answer my phone calls and return emails. People will call me and are surprised that I even answered my phone. They are even more surprised that I am in a good mood, ask them how they are doing, thank them for their call, and take one minute of my time to let them introduce themselves and follow up with me. My mother always told me that I could catch more bees with honey than I can with vinegar.

There will be people reading this that say they don’t have the time to return calls or emails, that they can’t talk to everyone at a career fair, that their clients are too tough to work with — and to me they are all excuses. No one is perfect. I have probably missed an email or call in my time; however, we can all make a better effort to be better recruiters.

The next time you are reviewing your analytics and you see a high time-to-fill number or whatever data is important to you — put the brakes on and see if what you really need to do is recalibrate your recruiting team and get the right people on board first.

Posted in recruitment related | Tagged: | Leave a Comment »